Equity, Diversity & Inclusion
At the Career, Co-op & Student Success Centre, we celebrate Toronto Metropolitan University’s (TMU) position as one of Canada’s most diverse campuses - with over 140 languages spoken, our strength lies in our students’ rich perspectives. Our Equity, Diversity & Inclusion (EDI) programs are designed to support students from equity-deserving communities and to help employers meaningfully engage with a diverse talent pool. Through partnership-based initiatives such as the Investing in Inclusion seminar series, Career Fair Networking Breakfasts, and unique programs such as Career Builder, we work collaboratively with industry to break down barriers, build networks, and create inclusive pathways for professional development.
Interested in learning more? Please contact
Mark Whitten
Manager, Employer Engagement
mark.whitten@torontomu.ca.
"I am grateful to the staff at the Career, Co-op & Student Success Centre who have created opportunities for our team to.....connect with such a diverse, talented group of [students] who possess the skills and knowledge we look for in filling specific positions, while also bringing new voices and perspectives to the industry."
Investing in Inclusion is a seminar series that helps employer partners deepen their understanding of EDI through a student-centric lens. Each session explores a specific topic, examines the barriers students and emerging professionals face in the workplace, and highlights practical strategies employers can use to foster more equitable and inclusive environments.
By bringing together experts, lived experience, and open dialogue, the series creates space for reflection, shared learning, and meaningful conversations about inclusive employment. Our goal is to support employer partners in strengthening their EDI practices while creating more accessible pathways for diverse emerging talent.
Explore our upcoming sessions and browse our archive of past seminars and webinars.
Date: December 8, 2020
Time: 12:00 p.m. - 1:30 p.m.
Location: Zoom
Cost: FREE
We are partnering with the Canadian Autism Spectrum Disorder Alliance (CASDA) (external link) to explore an often untapped human resource: Neurodiverse Candidates.
It is well known that diversifying your employee identity profile has a direct positive impact on your business's bottom line. Hiring neurodiverse candidates impacts your bottom line and offers many other benefits. Whether it is innovation, productivity, or diversity of thought, these candidates add so much to a business but are often overlooked.
This webinar will feature businesses who have leveraged the potential of Neurodiverse candidates and share how they did it, what they gained from it, and how you can do it too.
Join us for an informative and invigorating discussion about hiring and working with Neurodiverse candidates.
| Investing in Inclusion: Exploring Neurodiversity in Employment Agenda | |
|---|---|
12:00 p.m. |
Welcome and Introductions |
12:15 p.m. |
Keynote Speaker with Q&A |
12:30 p.m. |
Featured Organizations with Q&A |
Presented by:
Wednesday, July 22, 2020
We want to provide you with a clearer understanding of how to effectively build your brand on campus and connect with students from equity seeking groups. Dive into what students are looking for from an employer and how they can be onboarded in a virtual environment.
View the recording of the Connecting With Early Talent webinar online (external link) .
Wednesday, July 8, 2020
In light of recent events, which have shone a light on the blatant systemic discrimination faced by the Black community in Canada, Toronto Metropolitan University is offering a special webinar on Addressing Anti-Black Racism in Canadian Workplaces as part of the Investing in Inclusion series.
View the recording of the Anti-Black Racism in Canadian Workplaces webinar online (external link) .
Supplier Diversity (external link) (Podcast)
There is a growing expectation for companies to grow their diversity and inclusion strategies beyond the walls of the organization and into the community. Supplier diversity looks to broaden an organization's supplier options by looking at smaller businesses led by people from equity-seeking groups.
Beyond just supporting small businesses within the community, the business case for supplier diversity is strong. Increased revenue, more accurate just-in-time sourcing, enhanced innovation, improved employee and customer satisfaction are just a few of the benefits.
Investing in inclusion explores how organizations have successfully integrated supplier diversity into their daily practice. Understanding that one major barrier businesses quote, is finding qualified suppliers, we have partnered with WBE (external link) , CAMSC (external link) and CGLCC (external link) to help highlight easily accessible sources for diverse small businesses.
Accessibility and Accommodations (external link)
In collaboration with CCRW (external link) and Ready, Willing and Able (external link) we dive into a conversation about Accessibility and Accommodations. We will explore what the difference between accessibility and accommodations is, what happens when companies leverage individuals with disabilities and how we create spaces for individuals with disabilities to thrive in.
Mental Health and Resilience (external link)
This session focused on Mental Health and Resilience. Presenters spoke about their organization's approach to supporting employees experiencing challenges with mental health in the workplace, with some panellists infusing their own personal journey with mental health. Strategies suggested focused on individual opportunities to create supportive environments as well as smaller campaigns businesses can employ all the way up to larger corporate strategies.
International Students and Internationally Trained Professionals (external link)
This session looks to help employers learn about best practices when looking to recruit and support International Students and Internationally trained professionals within the workforce. What are the differences, what are the challenges, what is being missed and what should we know about the international student community at large?
Prior to the start of our Career Fairs, we host a Networking Breakfast between attending employer partners and selected students from equity-deserving communities, including 2SLGBTQ+ students, racialized and Indigenous students, women in STEM, and persons with disabilities. This early engagement provides space for dialogue, shared learning, and relationship-building, helping to reduce barriers and support more equitable access to employment opportunities.
By creating intentional opportunities for students to be seen, heard, and valued, these sessions also equip employers with deeper insight into the experiences and strengths of today’s emerging talent. Our aim is to strengthen understanding, foster meaningful connections, and contribute to a more inclusive and supportive recruitment experience for all.
Career Builder is an eight-week mentorship program delivered in collaboration with a single employer partner, designed to support students from equity-deserving communities - including women, 2SLGBTQ+ students, students with visible or invisible disabilities, racialized students, and Indigenous students. Each student is matched one-on-one with a mentor to explore career pathways, gain insight into workplace culture, and build confidence as they prepare for the transition into the workforce.
Through a blend of structured and unstructured conversations, students and mentors work through five guided modules: a résumé review, mock interview practice, a “day in the life” exploration, a case study, and a graduation celebration. These touchpoints create space for skill development, reflection, and real-world learning grounded in the lived experiences of professionals within the host organization.
Career Builder helps students strengthen their professional readiness and expand their networks, while offering the partner organization a meaningful opportunity to support and engage with diverse emerging talent.
"CareerBuilder was instrumental in helping me develop to a point where I was able to secure my position."